Symantec 2016 Annual Report Download - page 57

(2) Mr. Yelamanchili received a prorated salary of $281,345 based on his period of employment as our Execu-
tive Vice President and General Manager, Enterprise Security.
(3) Mr. Rosch received a prorated salary of $435,923 in fiscal 2015, as his adjusted salary went into effect fol-
lowing the beginning of fiscal 2015.
II. Executive Annual Incentive Plan
The Executive Annual Incentive Plans for our executive officers was adopted pursuant to the Senior Execu-
tive Incentive Plan (“SEIP”) most recently approved by our stockholders in 2013. The Executive Annual
Incentive Plans adopted under the SEIP are annual cash incentives designed to reward named executive officers
(and other participants) for generating strong financial results for our Company in the short term. To align our
senior executives’ incentive awards with key drivers of the Company’s financial performance, all named execu-
tive officers earn incentive compensation based on performance against pre-determined corporate goals described
below. The Compensation Committee typically measures the achievement of named executive officers against
individual performance targets as well.
Executive Annual Incentive Plan Target Opportunities: Under the Executive Annual Incentive Plans for a
given fiscal year, each named executive officer has a target award opportunity, expressed as a percentage of base
salary, with the ability to earn above or below that target based on actual performance. Target award oppor-
tunities for our Executive Annual Incentive Plans are established by the Compensation Committee using the
various inputs described below. The following table presents each named executive officer’s target bonus oppor-
tunity (on an actual and percentage of base salary basis) for fiscal 2016:
Name of NEO
FY16 Target
% of Base
FY16 Target
($)
Michael A. Brown ............................................. 150 1,500,000
Thomas J. Seifert .............................................. 100 720,000
Balaji Yelamanchili ............................................ 125 875,000
Scott C. Taylor ................................................ 70 415,758
Francis C. Rosch .............................................. 80 403,515
In general, the award opportunities for fiscal 2016 were determined based on the relevant market data,
desired market positions, the desired mix between cash and equity-based incentive pay, internal pay equity goals,
and the role of the named executive officer.
At the time award opportunities are established, there is no assurance that the amount of the target awards
will be realized. As explained below, each named executive officer must achieve threshold performance for each
metric established in the named executive officer’s executive annual incentive plan to receive any payment for
such metric. The payout under the Executive Annual Incentive Plans is also capped at different levels based on
the relevant performance metric.
Executive Annual Incentive Plan Performance Measures and Target Setting: Executive Annual Incentive
Plan performance targets are established within the first 90 days of each plan year. Our management develops
goals to propose to the Compensation Committee after taking into account a variety of factors, including our
historical performance, internal budgets, market and peer performance, and external expectations for our
performance. The Compensation Committee reviews, adjusts as necessary, and approves the goals, the range of
performance to be rewarded, and the weighting of the goals. Following the end of each fiscal year, the
Compensation Committee reviews our actual performance against the performance measures established in the
fiscal year’s Executive Annual Incentive Plans (after making any appropriate adjustments to such measures for
the effects of corporate events that were not anticipated in establishing the performance measures), determines
the extent of achievement and approves the payment of annual cash incentives, if warranted.
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